WIMHS CONTINUED FROM PAGE 1
professional organizations and conferences; disseminates information through an
email distribution list, a blog, a Facebook
page and the web; and hosts a continuing
series of workshops and lectures and a fall
welcome reception for new female faculty
members. WIMHS programs welcome
medical students and residents as well as
faculty members.
The UC-wide Health Sciences Leadership Development Conference is a signature event that will be inaugurated with a
keynote address by Hannah Valantine, the
National Institute of Health’s chief officer
for scientific workforce diversity. The daylong event also will include presentations,
roundtable discussions and talks on faculty
engagement and retention; time management; overcoming barriers to culture
change, diversity and inclusion; lessons
from mentors and mentees; organizational
skills and project management; work-life
integration; resilience; and team building.
Joan Reede, Harvard University associate
professor of medicine and dean for diversity and community partnership, will deliver
the endnote address on catalyzing change
in diversity and leadership.
WIMHS has five priority areas:
recruitment, retention, mentoring,
leadership and scholarship.
“For mentorship, the primary WIMHS
goal for this year is to reach out not
only to earlier career faculty, but also to
postdocs, residents and medical students
as part of broadening the scope of WIMHS
beyond faculty,” Villablanca said. In
academic medical institutions nationwide,
attrition of early-career women has been
disproportionately high.
“Women enter careers in academic medicine at near parity, but within five years
nearly half leave. This incredible turnover
at the early career stage results in a ripple
of problems,” Villablanca said. “It’s costly
for institutions to continually lose faculty
and recruit replacements, build programs
and sustain them, and have a robust pool of
potential future mentors and leaders.”
She acknowledges that UC Davis
offers many opportunities for mentoring
– including a Mentoring Academy,
departmental mentors and the WIMHS
mentee – along with scheduling flexibility,
Faculty Development Program
but says that women may find
themselves subject to “face-time bias”
if they take advantage of programs to
accommodate family obligations.
“Our NIH-funded research shows
that early-career women faculty in our
School who use career flexibility options
tend to be more concerned than men
about overburdening their colleagues
and being perceived as less dedicated
to their careers. In an organization with
a flexible work-life culture, face time
bias may mean that ‘If I don’t see you
at work, I don’t know if you are being
productive with your time.’ We must
find ways to overcome those biases,
change the culture to be more flexible in
a real way, and align the school’s strategic
priorities and goals so that they help
support flexibility,” Villablanca said.
Lydia Howell likens women to
“canaries in the coal mine” with respect
to the tension between work and family
commitments.
“Our extensive studies on this subject
have revealed that many faculty members, including men and faculty members at later career stage, struggle with
work-life balance. Our survey respondents included older men who said that
in retrospect they wished they had spent
more time with their families,” Howell
said. “Faculty members of all ages anticipate the need for using career flexibility
policies for family reasons, whether it’s
caring for older parents or ailing spouses
or partners, or young men who are interested in paternity leave, early bonding
opportunities and supporting their wife
in their maternity leave.”
Even though women traditionally
have been regarded as nurturers in
family relationships, the medical
profession in most Western nations has
remained male-dominated. Ed Callahan,
associate vice chancellor for academic
personnel, understands why.
“Cultural changes occur slowly. The
culture was slow to allow women to
vote, and it was slow to recognize the
competence of women in performing
jobs that traditionally were associated
with men, so it’s been slow to recognize
that women can do medicine as well or
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
better than men can,” said Callahan, who
is a member of the WIMHS advisory
board. “Unconscious bias leads people to
fail to recognize what women can bring to
the table.”
Leadership preparation is an
important aspect of WIMHS, through
its mentored leadership program. Even
clinicians and researchers who don’t
necessarily aspire to leadership roles
can gain from leadership training, as
Ulfat Shaikh, the current WIMHS career
development scholar, explained.
“Leadership extends beyond formal
leadership roles. It includes everyday
life. Leadership skills can help you
advocate for yourself, and for your
colleagues and patients,” said Shaikh,
an associate professor of pediatrics.
“Connecting with women leaders
and learning their leadership and
communication styles can be applicable
in everyday leadership.”
At the UC-wide Health Sciences
Leadership Development Conference,
Shaikh will lead a discussion about how
faculty members can increase their visibility at work, and she will coordinate
a Twitter chat enabling conference attendees to communicate with each other
in real time during the conference. “That
will offer exciting opportunities to share
information,” she said.
In many ways, UC Davis is at the
forefront in establishing leadership
roles and a supportive environment for
women, which is why Lydia Howell
believes that UC Davis is the right place
to host the May conference.
“Ours is the only UC campus with
a female chancellor, a female medical
school dean and a female hospital CEO.
We are demonstrating what a welcoming
environment for women should look
like,” Howell said. “If anybody should be
hosting this conference, it should be us.”
Published by the Faculty Development Program
Workshops and other activities
You are invited! We encourage you to
enroll in one of the various workshops
and events sponsored by the Faculty
Development Program. For more event
details and to register, visit www.ucdmc.
ucdavis.edu/facultydev/ and click Enroll
Online. (Event co-sponsors are indicated
within parentheses.) Volunteer Clinical
Faculty members are also welcome and
encouraged to attend faculty development events.
CONTINUED FROM PAGE 1
May
3 Workshop: Writing a Successful Grant Proposal
6 UC-Wide Health Sciences Leadership Development Conference (WIMHS)
April
12 Workshop: Enhanced Training for Faculty Search Committee Members
5 Workshop: Enhanced Training for
Faculty Search Committee Members
13 Breakfast with the Vice Chancellor/Dean
6 Workshop: New Faculty Workshop
– Tools for Success
13 Leadership Styles, Part 1 (ECLP/MCLP)
16 Aligning Expectations and Developing Contracts (MA)
facultyNEWSLETTER
Published quarterly by the Faculty
Development Office, which administers
and coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
Edward Callahan, Ph.D.
Associate Vice Chancellor for Academic Personnel
Brent Seifert, J.D.
Assistant Dean for Academic Personnel
Cheryl Busman
Program Manager, Faculty Development
cdbusman@ucdavis.edu
Learn more
EditPros LLC
Writing and Editing
www.editpros.com
Visit http://www.ucdmc.ucdavis.edu/wimhs/
to learn more about WIMHS, its Facebook
page and blog, and the UC-wide Health Sciences Leadership Development Conference.
8 Getting Better at Delegation, Part 1
(ECLP/MCLP)
16 Maintaining Effective Communication; Assessing Understanding (MA)
16 Addressing Diversity and Inclusion (MA)
11 Workshop: Faculty Merits,
Promotions and Tenure
16 Promoting Professional Development, Fostering Independence (MA)
14 Aligning Expectations and
Developing Contracts (MA)
18 A Leadership Model for Faculty in Academic Medicine (MCLP)
20 Leadership Styles, Part 2 (ECLP/MCLP)
14 Maintaining Effective
Communication; Assessing
Understanding (MA)
June
15 Workshop: Enhanced Training for Faculty Search Committee Members
24 The Visualization of Data: Telling a Story with Numbers, Part 2 (ECLP/MCLP)
Event co-sponsors
ECLP: Early Career Leadership Program
The UC-wide Health Sciences
Leadership Development Conference
that will convene in the School of
Medicine’s Education Building on May 6
is as much a testament to determination
and perseverance as it is to leadership.
The conference is sponsored by the
Dean’s office and the UC Davis Women
in Medicine and Health Sciences
(WIMHS) program, which arose
through the grassroots efforts of two
UC Davis School of Medicine faculty
members: Amparo C. Villablanca and
Lydia P. Howell.
Villablanca, professor and Frances
Lazda Endowed Chair of cardiovascular
medicine, and Howell, professor and
chair of the Department of Pathology
and Laboratory Medicine, conceived
the WIMHS program in 2000 as part of
their Executive Leadership in Academic
Medicine (ELAM) fellowship. With
the objectives of rectifying barriers
and creating a supportive environment
for women, WIMHS functioned as
a volunteer organization for more
than a decade, until Vice Chancellor
and Dean Julie Freischlag authorized
funding last year for a director position
(to which Villablanca was appointed),
staff assistance, a mentorship program,
and office space within the Faculty
Development office in the Sherman
Building.
WIMHS advocates for mentorship
and academic leadership opportunities
for women; develops strategies and initiatives to help attain parity for women;
coordinates networking and continuing
education activities; promotes career
advising and development; encourages inclusion of women in national
CONTINUED ON PAGE 5
15 Getting Better at Delegation, Part 2
(ECLP/MCLP)
MA: Mentoring Academy
MCLP: Mid-Career Leadership Program
19 How to Give Effective Feedback
(MCLP)
UCDRC: UC Davis Retiree Center
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
A new era for Women in Medicine and Health Sciences (WIMHS)
14 Promoting Professional
Development, Fostering
Independence (MA)
WIMHS: Women in Medicine and Health Science
5
WIMHS HOSTS UC-WIDE CONFERENCE
14 Addressing Diversity and Inclusion
(MA)
17 The Visualization of Data: Telling a Story with Numbers, Part 1 (ECLP/MCLP)
20 Transitioning to Retirement: Work &
Lifestyle Transitions (UCDRC)
May CONTINUED ON PAGE 6
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
SPRING 2016
6
Amparo Villablanca chats during a WIMHS speed mentoring event for faculty and medical
students in the American Medical Women’s Association that Lydia Howell hosted in January
at her home.
officeVISIT
PHARMACEUTICAL VETERAN RICHARD HORUK
TEACHES INSIGHTS ABOUT DRUG DEVELOPMENT
Biochemist Richard Horuk, a veteran of
more than two decades as a commercial
pharmaceutical research and development
scientist, is intent on improving medical
students’ grasp of vitally important
material that many of them have difficulty
understanding.
Horuk’s experiences with drug development are rich and varied, encompassing
directing research teams. His appreciation of pharmaceutical research is deeply
personal. For years he has lived with a
potentially lethal condition, Wegener’s
granulomatosis, an inflammation of the
upper and lower respiratory tracts accompanied by necrotizing vasculitis. A monoclonal antibody drug called Rituxan has
helped suppress the disease.
“I am a patient who probably would
have died without this drug, but the work
that Genentech did in developing that drug
has saved my life,” Horuk said. That is the
passion that he brings to his teaching at
UC Davis, which he began in 2007.
“Pharmacology is central to most of
medicine, but many students have told
me that they haven’t always found it to be
the easiest subject to master because of
all the information they must learn about
chemical structures. Most medical students
have a strong biological background,
but in many cases do not have a strong
chemical point of view. Instructors need to
show relevance and why this information
is important for them to know. If you
can interest students in wanting to learn
it, they’ll probably understand it,” said
Horuk, a UC Davis volunteer clinical
faculty member who leads discussions
about glucocorticoids and drugs for
multiple sclerosis, and who helped design
a course – Pharmacology (PHA) 207, Drug
Discovery and Development – that he coteaches with Michael Rogawski, professor
of neurology, and Heike Wulff, professor
of pharmacology. Horuk believes that
physicians benefit most from chemistry
instruction that focuses not as much on
Richard Horuk (courtesy photo)
formulas and structures as it does on the
relevance of chemistry to everyday life.
“This is a graduate-level course that
includes students in the Pharmacology
and Toxicology Graduate Group and the
Department of Chemistry,” Rogawski said.
“Richard lectures on the process by which
new drug molecules are identified and
optimized so that they are best suited to
treat patients safely and effectively.”
Wulff added, “PHA 207 also often
attracts students from the CTSC training
grants and junior clinical faculty who
are interested in drug development. Dr.
Horuk’s industry experience is invaluable
for this class, since he can tell students
about industry practices from first-hand
experience.”
The course examines the process by
which a drug is discovered, developed
and released for public consumption.
The content encompasses formulation,
safety testing, clinical evaluation,
regulatory issues, and intellectual property
considerations.
Horuk’s academic credentials are
impressive. He earned his Ph.D. in 1980
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
facultyROUNDS
viewPOINT
A WELCOME TO NEW
FACULTY COLLEAGUES
BY JULIE A. FREISCHLAG, VICE CHANCELLOR AND DEAN
Adams
WE MUST PLAN STRATEGICALLY TO
ENABLE EVERYONE TO FIT IN WELL
de Lorimier
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
at Birkbeck College at the University of
London, with Sir Thomas Blundell as his
principal adviser. (Blundell was part of
Dorothy Hodgkin’s research team who
won the Nobel Prize in chemistry in
1964 for solving the structure of vitamin
B12.) Horuk subsequently worked as a
postgraduate researcher at the National
Institutes of Health in Bethesda, Maryland,
under the mentorship of future Nobel
Laureate Martin Rodbell.
After joining the UC San Diego
faculty in the mid-1980s as an assistant
professor investigating pathways involved
in insulin action, Horuk worked in
drug development not only at DuPont
Merck (for which he was a principal
investigator in immunology, 1986–91)
but also at Genentech (senior scientist
in protein chemistry, 1991–94) and
Berlex Biosciences (scientific director of
immunology research, 1994–2007).
Horuk is most renowned and respected
for his expertise in chemokine receptors,
particularly with respect to malaria. “These
are proteins that coordinate an immune
response,” he explained. “I discovered
that a protein in the red blood cells is
involved in a particular form of malaria.”
Horuk’s findings eventually could lead to
development of small molecule inhibitors
with the potential to effectively suppress
malaria. But scientists are looking down a
long, costly, uncertain path.
“I tell students that pharmaceutical
researchers must be realistic about
the long odds for success – that out of
every 100 drugs or 100 projects that
a pharmaceutical company has in its
pipeline, one of them might make it all
the way as a registered drug. There’s a
high price for failure, and researchers
and pharmaceutical companies must
be prepared and able to tolerate a lot of
that,” Horuk said. “But if you work on
a drug that actually does make it all the
way through and it is registered, it’s just
absolutely fabulous.”
Susan Adams entered
nursing after elective office
He is interested in the study of
functional and motility disorders of the
gastrointestinal tract as well as integrating
non-traditional forms of healthcare in
the care of his patients. To that end, he is
trained in Helms Medical Acupuncture
techniques, which he performs for
appropriate patients who can benefit.
Susan Adams, Ph.D., R.N., N.P.,
C.N.S., an assistant clinical professor in
the Betty Irene Moore School of Nursing,
teaches in the nurse practitioner and
physician assistant programs and the
Master’s in Leadership cohort, as well as in
Other new colleagues
the school’s newest program, the Master’s
Entry Program in Nursing. She entered
n Neurosurgical oncologist Syed S.
nursing after serving 12 years on the Marin
Azeem, M.D., an assistant professor
County Board of Supervisors.
of neurological surgery, evaluates and
treat patients with benign and malignant
Through her policy work and use of
cancer in the nervous system, including
evidence-based practices, she launched
the brain and spine. He performs awake
a nationally recognized volunteer
medical reserve corps, developed a
brain surgery to remove tumors in
therapeutic justice system that diverted
critical areas of the brain. Board-certified
non-violent mentally ill offenders into
in neurological surgery, he is conducting
treatment instead of jail, and created
research to develop preclinical models
a comprehensive health-and-wellness
of brain cancer to devise potential
campus using tobacco settlement
treatment strategies.
money. Adams also chaired the National
n Ian Julie, M.D., MAS, a board-certified
Association of Counties Health Care
assistant professor of emergency mediReform Committee.
cine, is co-director of the medical simulation fellowship. Julie, who completed
Art de Lorimier uses acupuncture
a fellowship in medical simulation at
in pediatric gastroenterology
UC Davis, is conducting research into
Pediatric gastroenterologist Arthur J.
the use of high-fidelity medical simula(Art) de Lorimier, M.D., C.P.E., Col.
tion technology for certification and
(retired), treats pediatric patients for
assessment of medical providers, and in
all forms of gastrointestinal disorders,
the role of educational interventions in
including feeding difficulties, motility
quality and safety outcomes.
disorders, functional disorders of the
bowel, Inflammatory bowel diseases and
nutritional disorders. An associate clinical
professor of pediatric gastroenterology and
nutrition, de Lorimier is director of the
Endoscopy and Motility Program in the
Department of Pediatrics.
2
n
James E. Littlejohn, M.D., Ph.D., an
assistant clinical professor of anesthesiology and pain medicine who is boardcertified in anesthesiology and critical
care medicine, practices general anesthesia and perioperative medicine. Little-
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
Julie A. Freischlag
john, who has research interests in acquired coagulopathies and hemorrhagic
shock, also has expertise in targeted
therapeutics in advanced solid tumors
and in structural biology for virulence
factors in gram positive pathogens. In
December 2015 he participated in a
medical mission to Bangladesh, where
80 patients underwent corrective cleft
lip, cleft palate and other reconstructive
surgeries.
n
n
When I reported in 1987 to my first
academic position as the first female
surgeon on the faculty at UC San Diego,
I asked the fellow in charge of surgical
supplies for a pair of size 5½ gloves.
“We don’t stock any gloves that small,”
he said. I told him that anything larger
would be too loose for me. He repeated
that size 5½ gloves were unavailable.
We went back and forth until he finally
relented and ordered gloves in my size.
It turned out that some of the nurses
there also needed size 5½ gloves, so that
benefited them as well.
Pediatric emergency medicine
physician Julia N. Magana, M.D.,
an assistant professor of emergency
medicine, emphasizes child abuse
evaluation and management in the
Emergency Department. Board-certified
in pediatrics and pediatric emergency
medicine, she is developing a bruise
clinical decision rule for clinicians to
identify high-risk bruises on children
less than 4 years of age, as part of
a multi center that is the largest
descriptive study of its type.
A professional environment is most
productive when employees have
access to the tools they need to excel.
Consequently, employers must do all they
reasonably can to help employees fit in
well within the organization. Employees
correspondingly have to speak up, as
I did, if they encounter a hurdle that
impedes their ability to do their work.
Employers should do more, though,
than merely accommodate the needs
of their employees. They should create
an environment in which professional
development and advancement flourishes,
which is a guiding principle within UC
Davis Health System.
Workplaces historically haven’t been
especially accommodating for women.
Conditions in academic medicine have
Amy A. Nichols, R.N., M.S.N.,
Ed.D., C.N.S., an associate clinical
professor in the Betty Irene Moore
School of Nursing, teaches improvement of quality in health care, and
preparation for clinical practice in the
Nurse Practitioner and Physician Assistant Studies master’s degree programs,
and is lead maternal-child coordinator
for the Master’s Entry Program in Nursing (to begin this June). She is researching the impact of evidence-based practice RN fellows on improving nursing
practice and patient outcomes, and use
of simulation in nursing education.
3
changed dramatically during recent
decades, but not always quickly or
satisfactorily enough. Much progress
has been made within UC Davis Health
System, though, thanks in no small
part to the efforts of many individuals,
and the determination of an excellent
advocacy alliance, the Women in
Medicine and Health Sciences (WIMHS)
Program.
WIMHS, which Amparo C.
Villablanca and Lydia P. Howell
conceived as a grassroots notion 16
years ago, has blossomed under their
stewardship into a vibrant, influential,
funded program that has helped shape
policies and made important differences
in the career trajectories of numerous
women and in the institution itself.
I encourage all of you – men as well
as women – to consider participating in
the first-ever UC-Wide Health Sciences
Leadership Development Conference to
be held at UC Davis in May. WIMHS is
the principal sponsor and organizer of
the conference, and you can read more
about it in the front-page article.
UC Davis has made great strides
in pursuing parity between male and
female faculty members. Our campus
shows up very favorably on a recently
released Association of American Medical
Colleges survey of the percentages of
female faculty members among U.S.
public and private medical schools. With
women now constituting 29 percent of
our faculty, UC Davis ranks ninth among
public institutions within the 50 states.
But we can and must do more. The
fact that females compose 63 percent
of our first-year medical school class
this year is very encouraging. Now we
must step up efforts to guide women
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
to careers in academic medicine, and to
diminish attrition by creating environments
in which they thrive and wish to remain.
This includes mentoring, building
professional relationships and networking
– all important factors in helping women in
medicine feel connected and supported.
Parity for women is one part of our
overall inclusion excellence vision at UC
Davis Health System, and we are intent
on making certain that our next strategic
plan advances inclusion and diversity in
all aspects of our educational and clinical
missions. Working together, we will be able
to ensure students, researchers, educators,
clinicians, staff members and patients of all
backgrounds that UC Davis Health System
is a good fit for them.
We welcome your insights and
suggestions regarding inclusion excellence,
diversity and the health system’s strategic
plan, which is in development now. Our
open process is designed to recognize every
voice in the health system community.
I encourage you to email your
suggestions to hs-strategicplanning@
ucdavis.edu and visit The Insider for
updates.
A professional
environment is most
productive when
employees have access
to the tools they need
to excel.
—Julie Freischlag
4
officeVISIT
PHARMACEUTICAL VETERAN RICHARD HORUK
TEACHES INSIGHTS ABOUT DRUG DEVELOPMENT
Biochemist Richard Horuk, a veteran of
more than two decades as a commercial
pharmaceutical research and development
scientist, is intent on improving medical
students’ grasp of vitally important
material that many of them have difficulty
understanding.
Horuk’s experiences with drug development are rich and varied, encompassing
directing research teams. His appreciation of pharmaceutical research is deeply
personal. For years he has lived with a
potentially lethal condition, Wegener’s
granulomatosis, an inflammation of the
upper and lower respiratory tracts accompanied by necrotizing vasculitis. A monoclonal antibody drug called Rituxan has
helped suppress the disease.
“I am a patient who probably would
have died without this drug, but the work
that Genentech did in developing that drug
has saved my life,” Horuk said. That is the
passion that he brings to his teaching at
UC Davis, which he began in 2007.
“Pharmacology is central to most of
medicine, but many students have told
me that they haven’t always found it to be
the easiest subject to master because of
all the information they must learn about
chemical structures. Most medical students
have a strong biological background,
but in many cases do not have a strong
chemical point of view. Instructors need to
show relevance and why this information
is important for them to know. If you
can interest students in wanting to learn
it, they’ll probably understand it,” said
Horuk, a UC Davis volunteer clinical
faculty member who leads discussions
about glucocorticoids and drugs for
multiple sclerosis, and who helped design
a course – Pharmacology (PHA) 207, Drug
Discovery and Development – that he coteaches with Michael Rogawski, professor
of neurology, and Heike Wulff, professor
of pharmacology. Horuk believes that
physicians benefit most from chemistry
instruction that focuses not as much on
Richard Horuk (courtesy photo)
formulas and structures as it does on the
relevance of chemistry to everyday life.
“This is a graduate-level course that
includes students in the Pharmacology
and Toxicology Graduate Group and the
Department of Chemistry,” Rogawski said.
“Richard lectures on the process by which
new drug molecules are identified and
optimized so that they are best suited to
treat patients safely and effectively.”
Wulff added, “PHA 207 also often
attracts students from the CTSC training
grants and junior clinical faculty who
are interested in drug development. Dr.
Horuk’s industry experience is invaluable
for this class, since he can tell students
about industry practices from first-hand
experience.”
The course examines the process by
which a drug is discovered, developed
and released for public consumption.
The content encompasses formulation,
safety testing, clinical evaluation,
regulatory issues, and intellectual property
considerations.
Horuk’s academic credentials are
impressive. He earned his Ph.D. in 1980
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
facultyROUNDS
viewPOINT
A WELCOME TO NEW
FACULTY COLLEAGUES
BY JULIE A. FREISCHLAG, VICE CHANCELLOR AND DEAN
Adams
WE MUST PLAN STRATEGICALLY TO
ENABLE EVERYONE TO FIT IN WELL
de Lorimier
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
at Birkbeck College at the University of
London, with Sir Thomas Blundell as his
principal adviser. (Blundell was part of
Dorothy Hodgkin’s research team who
won the Nobel Prize in chemistry in
1964 for solving the structure of vitamin
B12.) Horuk subsequently worked as a
postgraduate researcher at the National
Institutes of Health in Bethesda, Maryland,
under the mentorship of future Nobel
Laureate Martin Rodbell.
After joining the UC San Diego
faculty in the mid-1980s as an assistant
professor investigating pathways involved
in insulin action, Horuk worked in
drug development not only at DuPont
Merck (for which he was a principal
investigator in immunology, 1986–91)
but also at Genentech (senior scientist
in protein chemistry, 1991–94) and
Berlex Biosciences (scientific director of
immunology research, 1994–2007).
Horuk is most renowned and respected
for his expertise in chemokine receptors,
particularly with respect to malaria. “These
are proteins that coordinate an immune
response,” he explained. “I discovered
that a protein in the red blood cells is
involved in a particular form of malaria.”
Horuk’s findings eventually could lead to
development of small molecule inhibitors
with the potential to effectively suppress
malaria. But scientists are looking down a
long, costly, uncertain path.
“I tell students that pharmaceutical
researchers must be realistic about
the long odds for success – that out of
every 100 drugs or 100 projects that
a pharmaceutical company has in its
pipeline, one of them might make it all
the way as a registered drug. There’s a
high price for failure, and researchers
and pharmaceutical companies must
be prepared and able to tolerate a lot of
that,” Horuk said. “But if you work on
a drug that actually does make it all the
way through and it is registered, it’s just
absolutely fabulous.”
Susan Adams entered
nursing after elective office
He is interested in the study of
functional and motility disorders of the
gastrointestinal tract as well as integrating
non-traditional forms of healthcare in
the care of his patients. To that end, he is
trained in Helms Medical Acupuncture
techniques, which he performs for
appropriate patients who can benefit.
Susan Adams, Ph.D., R.N., N.P.,
C.N.S., an assistant clinical professor in
the Betty Irene Moore School of Nursing,
teaches in the nurse practitioner and
physician assistant programs and the
Master’s in Leadership cohort, as well as in
Other new colleagues
the school’s newest program, the Master’s
Entry Program in Nursing. She entered
n Neurosurgical oncologist Syed S.
nursing after serving 12 years on the Marin
Azeem, M.D., an assistant professor
County Board of Supervisors.
of neurological surgery, evaluates and
treat patients with benign and malignant
Through her policy work and use of
cancer in the nervous system, including
evidence-based practices, she launched
the brain and spine. He performs awake
a nationally recognized volunteer
medical reserve corps, developed a
brain surgery to remove tumors in
therapeutic justice system that diverted
critical areas of the brain. Board-certified
non-violent mentally ill offenders into
in neurological surgery, he is conducting
treatment instead of jail, and created
research to develop preclinical models
a comprehensive health-and-wellness
of brain cancer to devise potential
campus using tobacco settlement
treatment strategies.
money. Adams also chaired the National
n Ian Julie, M.D., MAS, a board-certified
Association of Counties Health Care
assistant professor of emergency mediReform Committee.
cine, is co-director of the medical simulation fellowship. Julie, who completed
Art de Lorimier uses acupuncture
a fellowship in medical simulation at
in pediatric gastroenterology
UC Davis, is conducting research into
Pediatric gastroenterologist Arthur J.
the use of high-fidelity medical simula(Art) de Lorimier, M.D., C.P.E., Col.
tion technology for certification and
(retired), treats pediatric patients for
assessment of medical providers, and in
all forms of gastrointestinal disorders,
the role of educational interventions in
including feeding difficulties, motility
quality and safety outcomes.
disorders, functional disorders of the
bowel, Inflammatory bowel diseases and
nutritional disorders. An associate clinical
professor of pediatric gastroenterology and
nutrition, de Lorimier is director of the
Endoscopy and Motility Program in the
Department of Pediatrics.
2
n
James E. Littlejohn, M.D., Ph.D., an
assistant clinical professor of anesthesiology and pain medicine who is boardcertified in anesthesiology and critical
care medicine, practices general anesthesia and perioperative medicine. Little-
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
Julie A. Freischlag
john, who has research interests in acquired coagulopathies and hemorrhagic
shock, also has expertise in targeted
therapeutics in advanced solid tumors
and in structural biology for virulence
factors in gram positive pathogens. In
December 2015 he participated in a
medical mission to Bangladesh, where
80 patients underwent corrective cleft
lip, cleft palate and other reconstructive
surgeries.
n
n
When I reported in 1987 to my first
academic position as the first female
surgeon on the faculty at UC San Diego,
I asked the fellow in charge of surgical
supplies for a pair of size 5½ gloves.
“We don’t stock any gloves that small,”
he said. I told him that anything larger
would be too loose for me. He repeated
that size 5½ gloves were unavailable.
We went back and forth until he finally
relented and ordered gloves in my size.
It turned out that some of the nurses
there also needed size 5½ gloves, so that
benefited them as well.
Pediatric emergency medicine
physician Julia N. Magana, M.D.,
an assistant professor of emergency
medicine, emphasizes child abuse
evaluation and management in the
Emergency Department. Board-certified
in pediatrics and pediatric emergency
medicine, she is developing a bruise
clinical decision rule for clinicians to
identify high-risk bruises on children
less than 4 years of age, as part of
a multi center that is the largest
descriptive study of its type.
A professional environment is most
productive when employees have
access to the tools they need to excel.
Consequently, employers must do all they
reasonably can to help employees fit in
well within the organization. Employees
correspondingly have to speak up, as
I did, if they encounter a hurdle that
impedes their ability to do their work.
Employers should do more, though,
than merely accommodate the needs
of their employees. They should create
an environment in which professional
development and advancement flourishes,
which is a guiding principle within UC
Davis Health System.
Workplaces historically haven’t been
especially accommodating for women.
Conditions in academic medicine have
Amy A. Nichols, R.N., M.S.N.,
Ed.D., C.N.S., an associate clinical
professor in the Betty Irene Moore
School of Nursing, teaches improvement of quality in health care, and
preparation for clinical practice in the
Nurse Practitioner and Physician Assistant Studies master’s degree programs,
and is lead maternal-child coordinator
for the Master’s Entry Program in Nursing (to begin this June). She is researching the impact of evidence-based practice RN fellows on improving nursing
practice and patient outcomes, and use
of simulation in nursing education.
3
changed dramatically during recent
decades, but not always quickly or
satisfactorily enough. Much progress
has been made within UC Davis Health
System, though, thanks in no small
part to the efforts of many individuals,
and the determination of an excellent
advocacy alliance, the Women in
Medicine and Health Sciences (WIMHS)
Program.
WIMHS, which Amparo C.
Villablanca and Lydia P. Howell
conceived as a grassroots notion 16
years ago, has blossomed under their
stewardship into a vibrant, influential,
funded program that has helped shape
policies and made important differences
in the career trajectories of numerous
women and in the institution itself.
I encourage all of you – men as well
as women – to consider participating in
the first-ever UC-Wide Health Sciences
Leadership Development Conference to
be held at UC Davis in May. WIMHS is
the principal sponsor and organizer of
the conference, and you can read more
about it in the front-page article.
UC Davis has made great strides
in pursuing parity between male and
female faculty members. Our campus
shows up very favorably on a recently
released Association of American Medical
Colleges survey of the percentages of
female faculty members among U.S.
public and private medical schools. With
women now constituting 29 percent of
our faculty, UC Davis ranks ninth among
public institutions within the 50 states.
But we can and must do more. The
fact that females compose 63 percent
of our first-year medical school class
this year is very encouraging. Now we
must step up efforts to guide women
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
to careers in academic medicine, and to
diminish attrition by creating environments
in which they thrive and wish to remain.
This includes mentoring, building
professional relationships and networking
– all important factors in helping women in
medicine feel connected and supported.
Parity for women is one part of our
overall inclusion excellence vision at UC
Davis Health System, and we are intent
on making certain that our next strategic
plan advances inclusion and diversity in
all aspects of our educational and clinical
missions. Working together, we will be able
to ensure students, researchers, educators,
clinicians, staff members and patients of all
backgrounds that UC Davis Health System
is a good fit for them.
We welcome your insights and
suggestions regarding inclusion excellence,
diversity and the health system’s strategic
plan, which is in development now. Our
open process is designed to recognize every
voice in the health system community.
I encourage you to email your
suggestions to hs-strategicplanning@
ucdavis.edu and visit The Insider for
updates.
A professional
environment is most
productive when
employees have access
to the tools they need
to excel.
—Julie Freischlag
4
officeVISIT
PHARMACEUTICAL VETERAN RICHARD HORUK
TEACHES INSIGHTS ABOUT DRUG DEVELOPMENT
Biochemist Richard Horuk, a veteran of
more than two decades as a commercial
pharmaceutical research and development
scientist, is intent on improving medical
students’ grasp of vitally important
material that many of them have difficulty
understanding.
Horuk’s experiences with drug development are rich and varied, encompassing
directing research teams. His appreciation of pharmaceutical research is deeply
personal. For years he has lived with a
potentially lethal condition, Wegener’s
granulomatosis, an inflammation of the
upper and lower respiratory tracts accompanied by necrotizing vasculitis. A monoclonal antibody drug called Rituxan has
helped suppress the disease.
“I am a patient who probably would
have died without this drug, but the work
that Genentech did in developing that drug
has saved my life,” Horuk said. That is the
passion that he brings to his teaching at
UC Davis, which he began in 2007.
“Pharmacology is central to most of
medicine, but many students have told
me that they haven’t always found it to be
the easiest subject to master because of
all the information they must learn about
chemical structures. Most medical students
have a strong biological background,
but in many cases do not have a strong
chemical point of view. Instructors need to
show relevance and why this information
is important for them to know. If you
can interest students in wanting to learn
it, they’ll probably understand it,” said
Horuk, a UC Davis volunteer clinical
faculty member who leads discussions
about glucocorticoids and drugs for
multiple sclerosis, and who helped design
a course – Pharmacology (PHA) 207, Drug
Discovery and Development – that he coteaches with Michael Rogawski, professor
of neurology, and Heike Wulff, professor
of pharmacology. Horuk believes that
physicians benefit most from chemistry
instruction that focuses not as much on
Richard Horuk (courtesy photo)
formulas and structures as it does on the
relevance of chemistry to everyday life.
“This is a graduate-level course that
includes students in the Pharmacology
and Toxicology Graduate Group and the
Department of Chemistry,” Rogawski said.
“Richard lectures on the process by which
new drug molecules are identified and
optimized so that they are best suited to
treat patients safely and effectively.”
Wulff added, “PHA 207 also often
attracts students from the CTSC training
grants and junior clinical faculty who
are interested in drug development. Dr.
Horuk’s industry experience is invaluable
for this class, since he can tell students
about industry practices from first-hand
experience.”
The course examines the process by
which a drug is discovered, developed
and released for public consumption.
The content encompasses formulation,
safety testing, clinical evaluation,
regulatory issues, and intellectual property
considerations.
Horuk’s academic credentials are
impressive. He earned his Ph.D. in 1980
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
facultyROUNDS
viewPOINT
A WELCOME TO NEW
FACULTY COLLEAGUES
BY JULIE A. FREISCHLAG, VICE CHANCELLOR AND DEAN
Adams
WE MUST PLAN STRATEGICALLY TO
ENABLE EVERYONE TO FIT IN WELL
de Lorimier
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
at Birkbeck College at the University of
London, with Sir Thomas Blundell as his
principal adviser. (Blundell was part of
Dorothy Hodgkin’s research team who
won the Nobel Prize in chemistry in
1964 for solving the structure of vitamin
B12.) Horuk subsequently worked as a
postgraduate researcher at the National
Institutes of Health in Bethesda, Maryland,
under the mentorship of future Nobel
Laureate Martin Rodbell.
After joining the UC San Diego
faculty in the mid-1980s as an assistant
professor investigating pathways involved
in insulin action, Horuk worked in
drug development not only at DuPont
Merck (for which he was a principal
investigator in immunology, 1986–91)
but also at Genentech (senior scientist
in protein chemistry, 1991–94) and
Berlex Biosciences (scientific director of
immunology research, 1994–2007).
Horuk is most renowned and respected
for his expertise in chemokine receptors,
particularly with respect to malaria. “These
are proteins that coordinate an immune
response,” he explained. “I discovered
that a protein in the red blood cells is
involved in a particular form of malaria.”
Horuk’s findings eventually could lead to
development of small molecule inhibitors
with the potential to effectively suppress
malaria. But scientists are looking down a
long, costly, uncertain path.
“I tell students that pharmaceutical
researchers must be realistic about
the long odds for success – that out of
every 100 drugs or 100 projects that
a pharmaceutical company has in its
pipeline, one of them might make it all
the way as a registered drug. There’s a
high price for failure, and researchers
and pharmaceutical companies must
be prepared and able to tolerate a lot of
that,” Horuk said. “But if you work on
a drug that actually does make it all the
way through and it is registered, it’s just
absolutely fabulous.”
Susan Adams entered
nursing after elective office
He is interested in the study of
functional and motility disorders of the
gastrointestinal tract as well as integrating
non-traditional forms of healthcare in
the care of his patients. To that end, he is
trained in Helms Medical Acupuncture
techniques, which he performs for
appropriate patients who can benefit.
Susan Adams, Ph.D., R.N., N.P.,
C.N.S., an assistant clinical professor in
the Betty Irene Moore School of Nursing,
teaches in the nurse practitioner and
physician assistant programs and the
Master’s in Leadership cohort, as well as in
Other new colleagues
the school’s newest program, the Master’s
Entry Program in Nursing. She entered
n Neurosurgical oncologist Syed S.
nursing after serving 12 years on the Marin
Azeem, M.D., an assistant professor
County Board of Supervisors.
of neurological surgery, evaluates and
treat patients with benign and malignant
Through her policy work and use of
cancer in the nervous system, including
evidence-based practices, she launched
the brain and spine. He performs awake
a nationally recognized volunteer
medical reserve corps, developed a
brain surgery to remove tumors in
therapeutic justice system that diverted
critical areas of the brain. Board-certified
non-violent mentally ill offenders into
in neurological surgery, he is conducting
treatment instead of jail, and created
research to develop preclinical models
a comprehensive health-and-wellness
of brain cancer to devise potential
campus using tobacco settlement
treatment strategies.
money. Adams also chaired the National
n Ian Julie, M.D., MAS, a board-certified
Association of Counties Health Care
assistant professor of emergency mediReform Committee.
cine, is co-director of the medical simulation fellowship. Julie, who completed
Art de Lorimier uses acupuncture
a fellowship in medical simulation at
in pediatric gastroenterology
UC Davis, is conducting research into
Pediatric gastroenterologist Arthur J.
the use of high-fidelity medical simula(Art) de Lorimier, M.D., C.P.E., Col.
tion technology for certification and
(retired), treats pediatric patients for
assessment of medical providers, and in
all forms of gastrointestinal disorders,
the role of educational interventions in
including feeding difficulties, motility
quality and safety outcomes.
disorders, functional disorders of the
bowel, Inflammatory bowel diseases and
nutritional disorders. An associate clinical
professor of pediatric gastroenterology and
nutrition, de Lorimier is director of the
Endoscopy and Motility Program in the
Department of Pediatrics.
2
n
James E. Littlejohn, M.D., Ph.D., an
assistant clinical professor of anesthesiology and pain medicine who is boardcertified in anesthesiology and critical
care medicine, practices general anesthesia and perioperative medicine. Little-
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
Julie A. Freischlag
john, who has research interests in acquired coagulopathies and hemorrhagic
shock, also has expertise in targeted
therapeutics in advanced solid tumors
and in structural biology for virulence
factors in gram positive pathogens. In
December 2015 he participated in a
medical mission to Bangladesh, where
80 patients underwent corrective cleft
lip, cleft palate and other reconstructive
surgeries.
n
n
When I reported in 1987 to my first
academic position as the first female
surgeon on the faculty at UC San Diego,
I asked the fellow in charge of surgical
supplies for a pair of size 5½ gloves.
“We don’t stock any gloves that small,”
he said. I told him that anything larger
would be too loose for me. He repeated
that size 5½ gloves were unavailable.
We went back and forth until he finally
relented and ordered gloves in my size.
It turned out that some of the nurses
there also needed size 5½ gloves, so that
benefited them as well.
Pediatric emergency medicine
physician Julia N. Magana, M.D.,
an assistant professor of emergency
medicine, emphasizes child abuse
evaluation and management in the
Emergency Department. Board-certified
in pediatrics and pediatric emergency
medicine, she is developing a bruise
clinical decision rule for clinicians to
identify high-risk bruises on children
less than 4 years of age, as part of
a multi center that is the largest
descriptive study of its type.
A professional environment is most
productive when employees have
access to the tools they need to excel.
Consequently, employers must do all they
reasonably can to help employees fit in
well within the organization. Employees
correspondingly have to speak up, as
I did, if they encounter a hurdle that
impedes their ability to do their work.
Employers should do more, though,
than merely accommodate the needs
of their employees. They should create
an environment in which professional
development and advancement flourishes,
which is a guiding principle within UC
Davis Health System.
Workplaces historically haven’t been
especially accommodating for women.
Conditions in academic medicine have
Amy A. Nichols, R.N., M.S.N.,
Ed.D., C.N.S., an associate clinical
professor in the Betty Irene Moore
School of Nursing, teaches improvement of quality in health care, and
preparation for clinical practice in the
Nurse Practitioner and Physician Assistant Studies master’s degree programs,
and is lead maternal-child coordinator
for the Master’s Entry Program in Nursing (to begin this June). She is researching the impact of evidence-based practice RN fellows on improving nursing
practice and patient outcomes, and use
of simulation in nursing education.
3
changed dramatically during recent
decades, but not always quickly or
satisfactorily enough. Much progress
has been made within UC Davis Health
System, though, thanks in no small
part to the efforts of many individuals,
and the determination of an excellent
advocacy alliance, the Women in
Medicine and Health Sciences (WIMHS)
Program.
WIMHS, which Amparo C.
Villablanca and Lydia P. Howell
conceived as a grassroots notion 16
years ago, has blossomed under their
stewardship into a vibrant, influential,
funded program that has helped shape
policies and made important differences
in the career trajectories of numerous
women and in the institution itself.
I encourage all of you – men as well
as women – to consider participating in
the first-ever UC-Wide Health Sciences
Leadership Development Conference to
be held at UC Davis in May. WIMHS is
the principal sponsor and organizer of
the conference, and you can read more
about it in the front-page article.
UC Davis has made great strides
in pursuing parity between male and
female faculty members. Our campus
shows up very favorably on a recently
released Association of American Medical
Colleges survey of the percentages of
female faculty members among U.S.
public and private medical schools. With
women now constituting 29 percent of
our faculty, UC Davis ranks ninth among
public institutions within the 50 states.
But we can and must do more. The
fact that females compose 63 percent
of our first-year medical school class
this year is very encouraging. Now we
must step up efforts to guide women
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
to careers in academic medicine, and to
diminish attrition by creating environments
in which they thrive and wish to remain.
This includes mentoring, building
professional relationships and networking
– all important factors in helping women in
medicine feel connected and supported.
Parity for women is one part of our
overall inclusion excellence vision at UC
Davis Health System, and we are intent
on making certain that our next strategic
plan advances inclusion and diversity in
all aspects of our educational and clinical
missions. Working together, we will be able
to ensure students, researchers, educators,
clinicians, staff members and patients of all
backgrounds that UC Davis Health System
is a good fit for them.
We welcome your insights and
suggestions regarding inclusion excellence,
diversity and the health system’s strategic
plan, which is in development now. Our
open process is designed to recognize every
voice in the health system community.
I encourage you to email your
suggestions to hs-strategicplanning@
ucdavis.edu and visit The Insider for
updates.
A professional
environment is most
productive when
employees have access
to the tools they need
to excel.
—Julie Freischlag
4
WIMHS CONTINUED FROM PAGE 1
professional organizations and conferences; disseminates information through an
email distribution list, a blog, a Facebook
page and the web; and hosts a continuing
series of workshops and lectures and a fall
welcome reception for new female faculty
members. WIMHS programs welcome
medical students and residents as well as
faculty members.
The UC-wide Health Sciences Leadership Development Conference is a signature event that will be inaugurated with a
keynote address by Hannah Valantine, the
National Institute of Health’s chief officer
for scientific workforce diversity. The daylong event also will include presentations,
roundtable discussions and talks on faculty
engagement and retention; time management; overcoming barriers to culture
change, diversity and inclusion; lessons
from mentors and mentees; organizational
skills and project management; work-life
integration; resilience; and team building.
Joan Reede, Harvard University associate
professor of medicine and dean for diversity and community partnership, will deliver
the endnote address on catalyzing change
in diversity and leadership.
WIMHS has five priority areas:
recruitment, retention, mentoring,
leadership and scholarship.
“For mentorship, the primary WIMHS
goal for this year is to reach out not
only to earlier career faculty, but also to
postdocs, residents and medical students
as part of broadening the scope of WIMHS
beyond faculty,” Villablanca said. In
academic medical institutions nationwide,
attrition of early-career women has been
disproportionately high.
“Women enter careers in academic medicine at near parity, but within five years
nearly half leave. This incredible turnover
at the early career stage results in a ripple
of problems,” Villablanca said. “It’s costly
for institutions to continually lose faculty
and recruit replacements, build programs
and sustain them, and have a robust pool of
potential future mentors and leaders.”
She acknowledges that UC Davis
offers many opportunities for mentoring
– including a Mentoring Academy,
departmental mentors and the WIMHS
mentee – along with scheduling flexibility,
Faculty Development Program
but says that women may find
themselves subject to “face-time bias”
if they take advantage of programs to
accommodate family obligations.
“Our NIH-funded research shows
that early-career women faculty in our
School who use career flexibility options
tend to be more concerned than men
about overburdening their colleagues
and being perceived as less dedicated
to their careers. In an organization with
a flexible work-life culture, face time
bias may mean that ‘If I don’t see you
at work, I don’t know if you are being
productive with your time.’ We must
find ways to overcome those biases,
change the culture to be more flexible in
a real way, and align the school’s strategic
priorities and goals so that they help
support flexibility,” Villablanca said.
Lydia Howell likens women to
“canaries in the coal mine” with respect
to the tension between work and family
commitments.
“Our extensive studies on this subject
have revealed that many faculty members, including men and faculty members at later career stage, struggle with
work-life balance. Our survey respondents included older men who said that
in retrospect they wished they had spent
more time with their families,” Howell
said. “Faculty members of all ages anticipate the need for using career flexibility
policies for family reasons, whether it’s
caring for older parents or ailing spouses
or partners, or young men who are interested in paternity leave, early bonding
opportunities and supporting their wife
in their maternity leave.”
Even though women traditionally
have been regarded as nurturers in
family relationships, the medical
profession in most Western nations has
remained male-dominated. Ed Callahan,
associate vice chancellor for academic
personnel, understands why.
“Cultural changes occur slowly. The
culture was slow to allow women to
vote, and it was slow to recognize the
competence of women in performing
jobs that traditionally were associated
with men, so it’s been slow to recognize
that women can do medicine as well or
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
better than men can,” said Callahan, who
is a member of the WIMHS advisory
board. “Unconscious bias leads people to
fail to recognize what women can bring to
the table.”
Leadership preparation is an
important aspect of WIMHS, through
its mentored leadership program. Even
clinicians and researchers who don’t
necessarily aspire to leadership roles
can gain from leadership training, as
Ulfat Shaikh, the current WIMHS career
development scholar, explained.
“Leadership extends beyond formal
leadership roles. It includes everyday
life. Leadership skills can help you
advocate for yourself, and for your
colleagues and patients,” said Shaikh,
an associate professor of pediatrics.
“Connecting with women leaders
and learning their leadership and
communication styles can be applicable
in everyday leadership.”
At the UC-wide Health Sciences
Leadership Development Conference,
Shaikh will lead a discussion about how
faculty members can increase their visibility at work, and she will coordinate
a Twitter chat enabling conference attendees to communicate with each other
in real time during the conference. “That
will offer exciting opportunities to share
information,” she said.
In many ways, UC Davis is at the
forefront in establishing leadership
roles and a supportive environment for
women, which is why Lydia Howell
believes that UC Davis is the right place
to host the May conference.
“Ours is the only UC campus with
a female chancellor, a female medical
school dean and a female hospital CEO.
We are demonstrating what a welcoming
environment for women should look
like,” Howell said. “If anybody should be
hosting this conference, it should be us.”
Published by the Faculty Development Program
Workshops and other activities
You are invited! We encourage you to
enroll in one of the various workshops
and events sponsored by the Faculty
Development Program. For more event
details and to register, visit www.ucdmc.
ucdavis.edu/facultydev/ and click Enroll
Online. (Event co-sponsors are indicated
within parentheses.) Volunteer Clinical
Faculty members are also welcome and
encouraged to attend faculty development events.
CONTINUED FROM PAGE 1
May
3 Workshop: Writing a Successful Grant Proposal
6 UC-Wide Health Sciences Leadership Development Conference (WIMHS)
April
12 Workshop: Enhanced Training for Faculty Search Committee Members
5 Workshop: Enhanced Training for
Faculty Search Committee Members
13 Breakfast with the Vice Chancellor/Dean
6 Workshop: New Faculty Workshop
– Tools for Success
13 Leadership Styles, Part 1 (ECLP/MCLP)
16 Aligning Expectations and Developing Contracts (MA)
facultyNEWSLETTER
Published quarterly by the Faculty
Development Office, which administers
and coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
Edward Callahan, Ph.D.
Associate Vice Chancellor for Academic Personnel
Brent Seifert, J.D.
Assistant Dean for Academic Personnel
Cheryl Busman
Program Manager, Faculty Development
cdbusman@ucdavis.edu
Learn more
EditPros LLC
Writing and Editing
www.editpros.com
Visit http://www.ucdmc.ucdavis.edu/wimhs/
to learn more about WIMHS, its Facebook
page and blog, and the UC-wide Health Sciences Leadership Development Conference.
8 Getting Better at Delegation, Part 1
(ECLP/MCLP)
16 Maintaining Effective Communication; Assessing Understanding (MA)
16 Addressing Diversity and Inclusion (MA)
11 Workshop: Faculty Merits,
Promotions and Tenure
16 Promoting Professional Development, Fostering Independence (MA)
14 Aligning Expectations and
Developing Contracts (MA)
18 A Leadership Model for Faculty in Academic Medicine (MCLP)
20 Leadership Styles, Part 2 (ECLP/MCLP)
14 Maintaining Effective
Communication; Assessing
Understanding (MA)
June
15 Workshop: Enhanced Training for Faculty Search Committee Members
24 The Visualization of Data: Telling a Story with Numbers, Part 2 (ECLP/MCLP)
Event co-sponsors
ECLP: Early Career Leadership Program
The UC-wide Health Sciences
Leadership Development Conference
that will convene in the School of
Medicine’s Education Building on May 6
is as much a testament to determination
and perseverance as it is to leadership.
The conference is sponsored by the
Dean’s office and the UC Davis Women
in Medicine and Health Sciences
(WIMHS) program, which arose
through the grassroots efforts of two
UC Davis School of Medicine faculty
members: Amparo C. Villablanca and
Lydia P. Howell.
Villablanca, professor and Frances
Lazda Endowed Chair of cardiovascular
medicine, and Howell, professor and
chair of the Department of Pathology
and Laboratory Medicine, conceived
the WIMHS program in 2000 as part of
their Executive Leadership in Academic
Medicine (ELAM) fellowship. With
the objectives of rectifying barriers
and creating a supportive environment
for women, WIMHS functioned as
a volunteer organization for more
than a decade, until Vice Chancellor
and Dean Julie Freischlag authorized
funding last year for a director position
(to which Villablanca was appointed),
staff assistance, a mentorship program,
and office space within the Faculty
Development office in the Sherman
Building.
WIMHS advocates for mentorship
and academic leadership opportunities
for women; develops strategies and initiatives to help attain parity for women;
coordinates networking and continuing
education activities; promotes career
advising and development; encourages inclusion of women in national
CONTINUED ON PAGE 5
15 Getting Better at Delegation, Part 2
(ECLP/MCLP)
MA: Mentoring Academy
MCLP: Mid-Career Leadership Program
19 How to Give Effective Feedback
(MCLP)
UCDRC: UC Davis Retiree Center
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
A new era for Women in Medicine and Health Sciences (WIMHS)
14 Promoting Professional
Development, Fostering
Independence (MA)
WIMHS: Women in Medicine and Health Science
5
WIMHS HOSTS UC-WIDE CONFERENCE
14 Addressing Diversity and Inclusion
(MA)
17 The Visualization of Data: Telling a Story with Numbers, Part 1 (ECLP/MCLP)
20 Transitioning to Retirement: Work &
Lifestyle Transitions (UCDRC)
May CONTINUED ON PAGE 6
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
SPRING 2016
6
Amparo Villablanca chats during a WIMHS speed mentoring event for faculty and medical
students in the American Medical Women’s Association that Lydia Howell hosted in January
at her home.
WIMHS CONTINUED FROM PAGE 1
professional organizations and conferences; disseminates information through an
email distribution list, a blog, a Facebook
page and the web; and hosts a continuing
series of workshops and lectures and a fall
welcome reception for new female faculty
members. WIMHS programs welcome
medical students and residents as well as
faculty members.
The UC-wide Health Sciences Leadership Development Conference is a signature event that will be inaugurated with a
keynote address by Hannah Valantine, the
National Institute of Health’s chief officer
for scientific workforce diversity. The daylong event also will include presentations,
roundtable discussions and talks on faculty
engagement and retention; time management; overcoming barriers to culture
change, diversity and inclusion; lessons
from mentors and mentees; organizational
skills and project management; work-life
integration; resilience; and team building.
Joan Reede, Harvard University associate
professor of medicine and dean for diversity and community partnership, will deliver
the endnote address on catalyzing change
in diversity and leadership.
WIMHS has five priority areas:
recruitment, retention, mentoring,
leadership and scholarship.
“For mentorship, the primary WIMHS
goal for this year is to reach out not
only to earlier career faculty, but also to
postdocs, residents and medical students
as part of broadening the scope of WIMHS
beyond faculty,” Villablanca said. In
academic medical institutions nationwide,
attrition of early-career women has been
disproportionately high.
“Women enter careers in academic medicine at near parity, but within five years
nearly half leave. This incredible turnover
at the early career stage results in a ripple
of problems,” Villablanca said. “It’s costly
for institutions to continually lose faculty
and recruit replacements, build programs
and sustain them, and have a robust pool of
potential future mentors and leaders.”
She acknowledges that UC Davis
offers many opportunities for mentoring
– including a Mentoring Academy,
departmental mentors and the WIMHS
mentee – along with scheduling flexibility,
Faculty Development Program
but says that women may find
themselves subject to “face-time bias”
if they take advantage of programs to
accommodate family obligations.
“Our NIH-funded research shows
that early-career women faculty in our
School who use career flexibility options
tend to be more concerned than men
about overburdening their colleagues
and being perceived as less dedicated
to their careers. In an organization with
a flexible work-life culture, face time
bias may mean that ‘If I don’t see you
at work, I don’t know if you are being
productive with your time.’ We must
find ways to overcome those biases,
change the culture to be more flexible in
a real way, and align the school’s strategic
priorities and goals so that they help
support flexibility,” Villablanca said.
Lydia Howell likens women to
“canaries in the coal mine” with respect
to the tension between work and family
commitments.
“Our extensive studies on this subject
have revealed that many faculty members, including men and faculty members at later career stage, struggle with
work-life balance. Our survey respondents included older men who said that
in retrospect they wished they had spent
more time with their families,” Howell
said. “Faculty members of all ages anticipate the need for using career flexibility
policies for family reasons, whether it’s
caring for older parents or ailing spouses
or partners, or young men who are interested in paternity leave, early bonding
opportunities and supporting their wife
in their maternity leave.”
Even though women traditionally
have been regarded as nurturers in
family relationships, the medical
profession in most Western nations has
remained male-dominated. Ed Callahan,
associate vice chancellor for academic
personnel, understands why.
“Cultural changes occur slowly. The
culture was slow to allow women to
vote, and it was slow to recognize the
competence of women in performing
jobs that traditionally were associated
with men, so it’s been slow to recognize
that women can do medicine as well or
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
better than men can,” said Callahan, who
is a member of the WIMHS advisory
board. “Unconscious bias leads people to
fail to recognize what women can bring to
the table.”
Leadership preparation is an
important aspect of WIMHS, through
its mentored leadership program. Even
clinicians and researchers who don’t
necessarily aspire to leadership roles
can gain from leadership training, as
Ulfat Shaikh, the current WIMHS career
development scholar, explained.
“Leadership extends beyond formal
leadership roles. It includes everyday
life. Leadership skills can help you
advocate for yourself, and for your
colleagues and patients,” said Shaikh,
an associate professor of pediatrics.
“Connecting with women leaders
and learning their leadership and
communication styles can be applicable
in everyday leadership.”
At the UC-wide Health Sciences
Leadership Development Conference,
Shaikh will lead a discussion about how
faculty members can increase their visibility at work, and she will coordinate
a Twitter chat enabling conference attendees to communicate with each other
in real time during the conference. “That
will offer exciting opportunities to share
information,” she said.
In many ways, UC Davis is at the
forefront in establishing leadership
roles and a supportive environment for
women, which is why Lydia Howell
believes that UC Davis is the right place
to host the May conference.
“Ours is the only UC campus with
a female chancellor, a female medical
school dean and a female hospital CEO.
We are demonstrating what a welcoming
environment for women should look
like,” Howell said. “If anybody should be
hosting this conference, it should be us.”
Published by the Faculty Development Program
Workshops and other activities
You are invited! We encourage you to
enroll in one of the various workshops
and events sponsored by the Faculty
Development Program. For more event
details and to register, visit www.ucdmc.
ucdavis.edu/facultydev/ and click Enroll
Online. (Event co-sponsors are indicated
within parentheses.) Volunteer Clinical
Faculty members are also welcome and
encouraged to attend faculty development events.
CONTINUED FROM PAGE 1
May
3 Workshop: Writing a Successful Grant Proposal
6 UC-Wide Health Sciences Leadership Development Conference (WIMHS)
April
12 Workshop: Enhanced Training for Faculty Search Committee Members
5 Workshop: Enhanced Training for
Faculty Search Committee Members
13 Breakfast with the Vice Chancellor/Dean
6 Workshop: New Faculty Workshop
– Tools for Success
13 Leadership Styles, Part 1 (ECLP/MCLP)
16 Aligning Expectations and Developing Contracts (MA)
facultyNEWSLETTER
Published quarterly by the Faculty
Development Office, which administers
and coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
Edward Callahan, Ph.D.
Associate Vice Chancellor for Academic Personnel
Brent Seifert, J.D.
Assistant Dean for Academic Personnel
Cheryl Busman
Program Manager, Faculty Development
cdbusman@ucdavis.edu
Learn more
EditPros LLC
Writing and Editing
www.editpros.com
Visit http://www.ucdmc.ucdavis.edu/wimhs/
to learn more about WIMHS, its Facebook
page and blog, and the UC-wide Health Sciences Leadership Development Conference.
8 Getting Better at Delegation, Part 1
(ECLP/MCLP)
16 Maintaining Effective Communication; Assessing Understanding (MA)
16 Addressing Diversity and Inclusion (MA)
11 Workshop: Faculty Merits,
Promotions and Tenure
16 Promoting Professional Development, Fostering Independence (MA)
14 Aligning Expectations and
Developing Contracts (MA)
18 A Leadership Model for Faculty in Academic Medicine (MCLP)
20 Leadership Styles, Part 2 (ECLP/MCLP)
14 Maintaining Effective
Communication; Assessing
Understanding (MA)
June
15 Workshop: Enhanced Training for Faculty Search Committee Members
24 The Visualization of Data: Telling a Story with Numbers, Part 2 (ECLP/MCLP)
Event co-sponsors
ECLP: Early Career Leadership Program
The UC-wide Health Sciences
Leadership Development Conference
that will convene in the School of
Medicine’s Education Building on May 6
is as much a testament to determination
and perseverance as it is to leadership.
The conference is sponsored by the
Dean’s office and the UC Davis Women
in Medicine and Health Sciences
(WIMHS) program, which arose
through the grassroots efforts of two
UC Davis School of Medicine faculty
members: Amparo C. Villablanca and
Lydia P. Howell.
Villablanca, professor and Frances
Lazda Endowed Chair of cardiovascular
medicine, and Howell, professor and
chair of the Department of Pathology
and Laboratory Medicine, conceived
the WIMHS program in 2000 as part of
their Executive Leadership in Academic
Medicine (ELAM) fellowship. With
the objectives of rectifying barriers
and creating a supportive environment
for women, WIMHS functioned as
a volunteer organization for more
than a decade, until Vice Chancellor
and Dean Julie Freischlag authorized
funding last year for a director position
(to which Villablanca was appointed),
staff assistance, a mentorship program,
and office space within the Faculty
Development office in the Sherman
Building.
WIMHS advocates for mentorship
and academic leadership opportunities
for women; develops strategies and initiatives to help attain parity for women;
coordinates networking and continuing
education activities; promotes career
advising and development; encourages inclusion of women in national
CONTINUED ON PAGE 5
15 Getting Better at Delegation, Part 2
(ECLP/MCLP)
MA: Mentoring Academy
MCLP: Mid-Career Leadership Program
19 How to Give Effective Feedback
(MCLP)
UCDRC: UC Davis Retiree Center
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
A new era for Women in Medicine and Health Sciences (WIMHS)
14 Promoting Professional
Development, Fostering
Independence (MA)
WIMHS: Women in Medicine and Health Science
5
WIMHS HOSTS UC-WIDE CONFERENCE
14 Addressing Diversity and Inclusion
(MA)
17 The Visualization of Data: Telling a Story with Numbers, Part 1 (ECLP/MCLP)
20 Transitioning to Retirement: Work &
Lifestyle Transitions (UCDRC)
May CONTINUED ON PAGE 6
facultyNEWSLETTER | Spring 2016 | www.ucdmc.ucdavis.edu/facultydev
SPRING 2016
6
Amparo Villablanca chats during a WIMHS speed mentoring event for faculty and medical
students in the American Medical Women’s Association that Lydia Howell hosted in January
at her home.